Lockout/Tagout Training Introduction

Lockout/Tagout training requirements are related to the specific requirements outlined in OSHA’s 29 CFR 1910.147, the Control of Hazardous Energy (Lockout/Tagout) standard.

Lockout/Tagout is a safety method that protects exposed workers from the unexpected energization or release of hazardous energy during equipment servicing and maintenance. 

Without proper energy control, machines can start up, release stored pressure, or discharge electricity. This can cause crushing injuries, amputations, burns, and fatalities.

The stakes are high. OSHA estimates that following proper lockout/tagout procedures prevents approximately 120 fatalities and 50,000 injuries each year. Workers injured from exposure to hazardous energy lose an average of 24 workdays.

Following Lockout/Tagout isn’t just a safety best practice—it’s the law.

Lockout/Tagout violations consistently rank among OSHA’s top 10 most frequently cited standards year after year. That means inspectors are actively looking for LOTO violations, and employers who fall short face severe penalties.

This article breaks down exactly who needs Lockout/Tagout training, what OSHA requires, how often training should be conducted, and the options available to employers who need to stay compliant.

What is Lockout/Tagout Training?

Lockout/Tagout training is OSHA-required training that teaches workers how to control hazardous energy before servicing or maintaining machines and equipment. The purpose of this training is to ensure workers understand the dangers of uncontrolled energy and know how to properly isolate, lock out, and verify that equipment is safe to work on.

The goal of Lockout/Tagout training is straightforward:

• Prevent injuries and fatalities caused by the unexpected startup of machines or the release of stored energy.
• Ensure compliance with OSHA’s Control of Hazardous Energy standard (29 CFR 1910.147).
• Prepare workers to recognize hazardous energy sources, follow proper lockout procedures, and verify that isolation has been achieved before starting work.

A typical training program covers general energy control principles, the employer’s specific lockout procedures, and hands-on application in the workplace. Workers learn to identify energy sources on equipment, apply locks and tags correctly, and verify that equipment is de-energized before starting work.

To put it simply, Lockout/Tagout training gives workers the knowledge they need to protect themselves and their coworkers during maintenance and servicing tasks—and gives employers documented proof that they’re meeting their legal obligations.

Who Needs Lockout/Tagout Training?

OSHA requires training for any employee whose work involves or is affected by hazardous energy control. The standard recognizes three distinct categories of employees, each with different training requirements: authorized employees, affected employees, and other employees.

Let’s break down each of these roles:

Authorized Employees

An authorized employee is someone who locks out or tags out machines or equipment to perform servicing or maintenance. These are the workers who actually apply lockout devices and perform the work on de-energized equipment. This group typically includes:

• Maintenance technicians
• Electricians
• Mechanics
• Machine operators who perform their own maintenance

Authorized employees face the greatest risk of injury from hazardous energy. Their training must be comprehensive, covering how to recognize hazardous energy sources, select and apply appropriate lockout devices, follow the employer’s energy control procedures, and verify that equipment is properly isolated before beginning work.

Affected Employees

An affected employee is someone whose job requires them to operate or use equipment on which servicing or maintenance is being performed, or whose job requires them to work in an area where lockout is being used. These workers don’t apply locks themselves, but lockout activities impact their work. Examples include:

• Machine operators
• Production workers
• Assembly line workers
• Anyone who works near equipment being serviced

Affected employees must be trained to recognize when lockout procedures are being applied and understand the purpose of the energy control procedure. They must know that they cannot attempt to restart or re-energize machines or equipment that are locked out, and they must understand the importance of not removing or bypassing lockout devices.

Other Employees

OSHA also requires training for “other” employees—workers whose work operations are or may be in an area where energy control procedures are used. These employees need the training to understand what lockout/tagout is and why they must never attempt to restart locked-out equipment or remove lockout devices.

This category might include:

• Custodial staff who clean around locked-out equipment
• Contractors or visitors passing through work areas

The training requirement is less extensive than for authorized or affected employees, but these workers still need to understand the basics. At a minimum, they should receive the general portion of LOTO training, which is typically completed in a classroom or via online training.

Supervisors

Supervisors may not perform lockout procedures themselves, but they are accountable for ensuring that employees follow safe practices. OSHA places responsibility on the employer to provide training and enforce the energy control program.

In practice, this means supervisors must:

• Understand OSHA’s training requirements in 29 CFR 1910.147.
• Recognize when workers are not following proper lockout procedures.
• Ensure employees are properly trained, authorized for their roles, and following established energy control procedures.
• Intervene and stop unsafe work when procedures are not being followed.

Supervisors must be competent to promote and enforce the energy control program. That competence comes through receiving training equal in scope to the workers they oversee. Without that level of understanding, supervisors cannot effectively fulfill their responsibility to protect employees and maintain compliance.

Temporary Workers and Staffing Agency Placements

Temporary workers placed by staffing agencies need the same lockout/tagout training as any other employee performing the same work.

Whether a worker is permanent or temporary, OSHA requires that they be trained to recognize hazardous energy sources and follow proper energy control procedures before performing tasks that could expose them to those hazards.

Temporary workers may be authorized employees, affected employees, or other employees depending on their role. A temporary maintenance worker performing machine servicing needs full authorized employee training covering energy control procedures, lockout device application, and verification methods. A temporary machine operator who doesn’t perform lockout but works in areas where it occurs also needs lockout/tagout training to understand the purpose and limitations of the procedure.

The key difference for temporary workers is that their training typically comes from two sources.

The staffing agency provides general lockout/tagout safety training when the worker is hired, covering foundational knowledge that applies across different job sites. The host employer then provides site-specific training on their particular machines, energy control procedures, and lockout devices before work begins.

Temporary workers should not begin servicing or maintenance work until both components are complete. Workers who feel they haven’t received adequate training have the right to raise concerns with their staffing agency, the host employer, or OSHA.

Contractors and Contract Workers

Maintenance contractors, equipment service technicians, and any contract workers who may service or work around machinery at client facilities need lockout/tagout training. This includes workers who perform equipment servicing directly (authorized employees) and those whose tasks bring them into areas where energy control procedures are in use (affected employees).

Contract workers face unique challenges: they move between facilities with different equipment, energy sources, and lockout procedures. Comprehensive LOTO training prepares them to recognize hazardous energy sources and follow proper energy control practices regardless of where they’re assigned.

Host employers increasingly require proof of lockout/tagout training before allowing contractors to service equipment, making current certification essential for winning and keeping contracts.

Who’s Responsible for Lockout/Tagout Training?

The regulations are clear. Employers have the ultimate responsibility for ensuring workers who service or maintain machines and equipment receive proper lockout/tagout training before performing tasks that expose them to hazardous energy. This responsibility cannot be transferred to workers themselves or delegated away to contractors or other third parties.

Employer responsibilities also include:

• Identifying which workers perform servicing and maintenance activities that require LOTO training.
• Providing training that meets OSHA 29 CFR 1910.147 requirements before workers are exposed to hazardous energy.
• Ensuring training is delivered in a language and vocabulary employees can understand.
• Documenting that training has been completed and that workers have demonstrated competence.
• Providing retraining whenever job duties, machines, or energy control procedures change, or when inspections reveal gaps in employee knowledge.
• Verifying that workers understand their role, whether as authorized employees, affected employees, or other employees.

Employers cannot avoid these obligations by claiming a worker “should have known” or by relying on training the worker received from a previous employer. Employers must verify that their workers are trained for the specific machines, equipment, and energy control procedures they’ll encounter on the job.

Staffing Agencies and Host Employers

When temporary workers are placed in positions involving lockout/tagout procedures, both the staffing agency and the host employer share responsibility for training. OSHA’s Temporary Worker Initiative Bulletin No. 10 (The Control of Hazardous Energy – Lockout/Tagout) establishes that neither party can avoid their safety obligations by assigning them entirely to the other.

Under this joint employer model, responsibilities are typically divided as follows:

Staffing Agency Responsibilities:

• Provide general lockout/tagout safety training that applies across different work settings.
• Ensure workers understand hazardous energy sources, the purpose of energy control procedures, and their right to a safe workplace.
• Verify that workers are not placed in positions requiring LOTO training they haven’t received.
• Communicate with host employers about the training workers have completed.

Host Employer Responsibilities:

• Provide site-specific training on the actual machines, equipment, and energy control procedures at their facility.
• Ensure temporary workers receive the same safety training as permanent employees doing the same work.
• Verify that machine-specific lockout procedures, lockout device locations, and verification methods are covered.
• Supervise temporary workers and confirm competence before allowing them to perform servicing or maintenance tasks.

In practice, this creates a blended training approach split between two employers—the staffing agency delivers the general theory portion, and the host employer provides the hands-on, site-specific training.

Both parties should document their respective training contributions and establish clear agreements about who is responsible for each component. When OSHA investigates an incident involving a temporary worker, both the staffing agency and host employer may be cited if training was inadequate.

Contractors and Host Employers

When contractors perform servicing or maintenance involving hazardous energy, both the contracting company and the host employer have safety obligations. OSHA addresses this directly in 29 CFR 1910.147(f)(2):

“Whenever outside servicing personnel are to be engaged in activities covered by the scope and application of this standard, the on-site employer and the outside employer shall inform each other of their respective lockout or tagout procedures.”

Contractor Responsibilities:

• Train employees on hazardous energy sources, energy control procedures, and lockout/tagout requirements before assigning them to job sites.
• Ensure workers understand their role as authorized or affected employees and the training requirements for each.
• Verify that training remains current and workers are competent to perform assigned servicing or maintenance tasks.
• Communicate lockout/tagout procedures to host employers and coordinate energy control activities.

Host Employer Responsibilities:

• Inform contractors of site-specific energy control procedures and any unique hazards at the facility.
• Share machine-specific lockout procedures, energy isolation points, and verification methods.
• Ensure contractor employees understand the host facility’s lockout/tagout program before allowing them to service equipment.
• Coordinate when contractor lockout/tagout procedures differ from facility procedures to ensure all workers are protected.

OSHA’s multi-employer citation policy means both parties can be held accountable when incidents occur.

Host employers cannot assume contractors arrive fully prepared, and contractors cannot assume host employers will provide all necessary training. Clear communication and documented procedures protect everyone.

OSHA Lockout/Tagout Training Requirements

OSHA’s training requirements for Lockout/Tagout are found in 29 CFR 1910.147(c)(7). The standard requires employers to provide training so that all employees understand the purpose and function of the energy control program and possess the necessary knowledge and skills for the safe application of energy controls.

OSHA requires employers to ensure that:

• Each authorized employee receives training on recognizing applicable hazardous energy sources, the types and magnitudes of energy in the workplace, and the methods and means necessary for isolating and controlling energy.
• Each affected employee is instructed in the purpose and use of energy control procedures.
• All other employees whose work operations are or may be in an area where energy control procedures are in use are instructed about the procedure and the prohibition against attempting to restart or re-energize machines or equipment that are locked out or tagged out.

Training Documentation

OSHA requires employers to document that employee training has been accomplished and is being kept up to date. The documentation must include each employee’s name and the dates of their training. This documentation is essential for demonstrating compliance during inspections or audits.

Training Language and Comprehension

OSHA requires that all safety training, including Lockout/Tagout, be provided in a language and vocabulary that employees can understand. This means employers must ensure that employees fully comprehend the training, not just sit through it. For example, if you’re training Spanish-speaking employees, you’ll need to provide them with Spanish Lockout/Tagout training.

Retraining Requirements

OSHA requires retraining whenever there is a change in job assignments, a change in machines or equipment that presents a new hazard, or a change in the energy control procedures. Retraining is also required whenever a periodic inspection reveals, or whenever the employer has reason to believe, that there are inadequacies in the employee’s knowledge or use of energy control procedures.

Here are a few examples of events that would trigger the need for retraining:

• A maintenance technician transfers to a new department with different equipment and energy sources.
• The facility installs a new production line with lockout points that the workers haven’t been trained on.
• The company updates its written energy control procedures to reflect new isolation steps.
• A periodic inspection reveals that an authorized employee failed to complete the verification step before commencing work.
• A near-miss incident suggests workers don’t fully understand when group lockout procedures apply.
• A supervisor observes an employee removing another worker’s lock without following proper removal procedures.

Key Training Topics (What Training Must Cover)

Compliant Lockout/Tagout training has two essential components:

1. Theory (Classroom or Online) Training
2. Workplace-Specific Training and Practical Application

Together, these components ensure workers understand hazardous energy control principles and can apply proper procedures in their actual work environment.

1. Theory Training

The theory portion provides the foundational knowledge that employees need before working on or around equipment where lockout/tagout is required. It can be delivered in a classroom or through a structured online LOTO certification course, as long as it meets OSHA requirements.

This component should cover:

• Hazardous Energy Sources – Understanding the types of hazardous energy (electrical, mechanical, hydraulic, pneumatic, chemical, thermal, and others) and the risks each presents.
• Regulatory Framework – Understanding OSHA’s 29 CFR 1910.147 and the employer’s responsibilities under the standard.
• Purpose of Energy Control – Why lockout is necessary and how it prevents injuries during servicing and maintenance.
• Lockout vs. Tagout – The difference between locks and tags, when each is used, and the limitations of tagout when used alone.
• Energy Control Procedures – The steps for shutting down equipment, isolating energy sources, applying lockout devices, releasing stored energy, and verifying isolation.
• Lockout Devices – Types of locks, tags, hasps, and other hardware used to secure energy-isolating devices.
• Verification of Isolation – How to confirm that equipment is truly de-energized before beginning work.
• Removing Lockout Devices – Proper procedures for removing locks and restoring equipment to service.
• Group Lockout and Shift Changes – Procedures for coordinating lockout when multiple workers are involved or when work spans multiple shifts.

The goal of this portion is to ensure workers understand why each step of the lockout process exists and how to apply it correctly. Many employers opt to complete this segment through an online course, providing consistent, up-to-date instruction and reducing downtime before completing the hands-on phase.

2. Workplace-Specific and Practical Training

After completing theory training, workers must receive instruction specific to their actual job environment and equipment. This ensures they can apply what they learned safely and correctly in the field.

While workplace-specific training can vary significantly depending on the equipment, company procedures, and other factors, some common elements of workplace-specific training include:

• The specific machines and equipment in the facility that require lockout.
• The location and type of energy-isolating devices for each piece of equipment.
• The employer’s written energy control procedures.
• How to identify all energy sources on the equipment that the worker will service.
• Hands-on practice applying lockout/tagout devices and verifying isolation.
• Steps to take in the event of equipment malfunction or an emergency situation.
• Coordination procedures for group lockout activities.

This phase must be led or overseen by someone familiar with the employer’s equipment and energy control program. Employers must also document that each worker has demonstrated competence before being authorized to perform lockout/tagout.

Lockout/Tagout Training Frequency

Lockout/Tagout training isn’t a one-time requirement. Unlike some safety standards that specify a fixed retraining interval, OSHA’s LOTO standard takes a different approach—training must be provided whenever there’s reason to believe an employee needs it.

OSHA doesn’t mandate a specific retraining cycle like “every three years.” Instead, the standard requires retraining when:

• Job assignments change in a way that presents new lockout requirements.
• New machines, equipment, or processes are introduced.
• Energy control procedures are updated or changed.
• A periodic inspection reveals gaps in an employee’s knowledge or application of procedures.
• There is reason to believe an employee doesn’t understand or isn’t following proper lockout procedures.

What Does This Mean in Practice?

Because OSHA doesn’t specify a fixed interval, employers must determine an appropriate retraining frequency based on their specific operations. Many safety and industry professionals recommend annual refresher training as a best practice, even when no particular incident or event requires it.

Think of training frequency as a spectrum:

Annual training provides regular reinforcement of lockout procedures, helps workers stay current as equipment and procedures evolve, and demonstrates a strong commitment to safety. This is what most employers with robust safety programs do.

Every two years may be acceptable in workplaces with stable equipment and procedures, but details can fade, and bad habits can develop over time. This approach carries more risk.

Three or more years without re-training is generally not recommended. Even if nothing has changed, workers benefit from regular reinforcement of proper procedures. Long gaps between training sessions can lead to complacency and procedural drift.

The key is that training should be documented and repeated frequently enough to ensure that workers maintain their competence. When in doubt, more frequent training is the safer choice.

Periodic Inspections

OSHA also requires employers to conduct a periodic inspection of energy control procedures at least annually. These inspections must be performed by an authorized employee other than the one using the procedure being inspected. The inspection must include a review between the inspector and the authorized employee to confirm the employee’s understanding of their responsibilities under the procedure.

These annual inspections often serve as a trigger for refresher training, since any gaps identified during the inspection require retraining.

Lockout/Tagout Training Options for Employers

Employers can meet OSHA’s LOTO training requirements in several ways, but as mentioned earlier, programs must include two components:

• Theory Training – covering the general principles of hazardous energy control and regulatory requirements.
• Workplace-Specific Training – conducted internally by someone familiar with the facility’s equipment and energy control procedures.

Here are the most common ways employers deliver these components.

Instructor-Led Training

Instructor-led training delivers the theory portion through a traditional classroom format facilitated by an external training provider or conducted in-house by internal company trainers.

External Training Provider

Some companies hire an outside consultant or send employees to an off-site training center for the classroom portion. This method can satisfy the theoretical training requirement and provide interactive instruction, but it comes with limitations.

• Offsite sessions involve travel, scheduling, and time away from work.
• Content is typically general, not tailored to the company’s specific equipment or procedures.
• Most importantly, workplace-specific training is still required once employees return to the job site. Offsite training cannot address a facility’s exact equipment or verify competency on your machines.

In-House Instructor-Led Training

Many organizations prefer to deliver LOTO training internally. This allows them to tailor instruction to their operations, integrate company-specific procedures, and minimize downtime.

Employers who take this approach must ensure that the person leading the session is competent to deliver and evaluate the training.

Our Lockout/Tagout Instructor Packages simplify this process by providing comprehensive, ready-to-use materials—including a guided training presentation, quizzes, certificate templates, and more. These resources help internal trainers deliver consistent, professional instruction that aligns with OSHA requirements.

Online Lockout/Tagout Training

Online training provides a convenient and consistent way to complete the theory portion of LOTO training. It covers essential knowledge, such as energy types, general lockout/tagout safety principles, device types, and verification requirements, allowing employees to learn at their own pace while maintaining productivity.

After completing the online course, employers must still conduct a workplace-specific practical component under the supervision of a competent person to verify competence on actual equipment.

Our Lockout/Tagout Online Training course is designed to cover the entire classroom portion of OSHA requirements, providing employers with training management tools and automated record-keeping capabilities.

Blended Training Approach

The blended training approach combines the flexibility of online training with the effectiveness of instructor-led instruction, making it the preferred method for many employers.

Workers first complete our online course, which covers the theoretical foundation of hazardous energy control. They then participate in a workplace-specific practical component led by an internal trainer or supervisor. This ensures both consistency in content and direct applicability to the actual work environment.

Employers can utilize our Lockout/Tagout Train-the-Trainer Program to help qualify their internal trainers and evaluators, ensuring they’re competent to deliver and evaluate the hands-on component.

Best suited for: Employers seeking the optimal balance of affordability, flexibility, and total compliance.

Staffing and Employment Agencies

For staffing agencies, online loto training is the most practical way to meet their lockout/tagout training obligations. Placements and temporary workers can complete the online training during onboarding, before placement, ensuring consistent, documented instruction across all hires regardless of timing or branch location.

Online delivery also aligns naturally with the blended training model that staffing arrangements require. The agency provides foundational knowledge through online training; the host employer handles site-specific instruction on their machines, equipment, and energy control procedures.

Clear documentation of completed training helps both parties understand where one responsibility ends and the other begins.

Contractors and Contracting Companies

Contractors face a distinct training challenge: their crews need comprehensive lockout/tagout knowledge that applies across multiple client sites, but they also need to adapt quickly to site-specific energy control procedures at each location.

Online lockout/tagout training gives contracting companies a scalable solution. Contractors complete foundational training before their first job site assignment, and refresher training keeps the entire workforce current. This ensures every worker arrives at client facilities with documented proof of hazardous energy control knowledge—increasingly a requirement for site access.

For contractors, our lockout/tagout online training covers the theory and recognition components that apply everywhere: understanding hazardous energy sources, the purpose and elements of energy control programs, lockout/tagout procedures, and worker responsibilities.

Host employers then supplement with site-specific information about their particular equipment, energy isolation points, and facility procedures.

Many contractors also use our train-the-trainer program or loto instructor package to build internal training capacity, allowing supervisors to deliver refresher training and orient crews to new job sites efficiently.

Choosing the Right Lockout/Tagout Training Provider

The training provider you choose matters. OSHA holds employers responsible for ensuring training is accurate, current, and properly documented—even if a third party delivers it.

Choosing the right provider can make the difference between a defensible safety program and one that falls short during an inspection or audit.

When comparing providers, make sure you look for:

• OSHA Alignment – Training must meet OSHA 29 CFR 1910.147 requirements and reflect current industry best practices.
• Flexible Delivery Options – A strong provider offers online, instructor-led, and blended learning options, allowing you to train according to your specific needs.
• Up-to-Date, Professional Materials – Content should be modern, easy to follow, and updated regularly to reflect changes in regulations and best practices.
• Documentation and Recordkeeping – Maintaining complete records, certificates, and progress tracking is essential for demonstrating compliance.

WorkplaceSafety.com provides all the tools to deliver effective and compliant Lockout/Tagout training tailored to your specific needs, including Online LOTO Training, Train-the-Trainer Programs, and Instructor Packages.

Reach out to our team via live chat, email, or phone to learn more about how we can support your Lockout/Tagout training needs.

Lockout/Tagout Training Requirement FAQ

What is Lockout/Tagout (LOTO)?

Lockout/Tagout refers to the safety procedures used to ensure that machines and equipment are properly shut down, isolated from energy sources, and secured before servicing or maintenance. 

“Lockout” involves placing a lock on an energy-isolating device to prevent it from being operated.

“Tagout” involves attaching a warning tag to the device. Together, these procedures protect workers from the unexpected release of hazardous energy.

Does OSHA require Lockout/Tagout training?

Yes. OSHA requires training under 29 CFR 1910.147 for all employees who are involved in or affected by energy control procedures. 

Authorized employees who perform lockout/tagout need comprehensive training on energy control methods. Affected employees must understand the principles and purpose of lockout/tagout, as well as their role in the process. All employees working in areas where lockout/tagout is used must understand that they cannot attempt to restart or re-energize locked-out equipment.

Who needs LOTO training?

LOTO training is required for authorized employees who lock out equipment for servicing and maintenance, affected employees whose work is impacted by lockout activities, and other employees who work in areas where lockout procedures are used.

Supervisors who oversee lockout activities must also receive training to effectively promote and enforce energy control procedures.

Who’s responsible for lockout/tagout training?

Employers have the ultimate responsibility for ensuring workers who service or maintain machines and equipment receive proper lockout/tagout training before being exposed to hazardous energy.

This responsibility cannot be transferred to workers or delegated to contractors or other third parties.

Who’s responsible for lockout/tagout training for temporary workers?

Both the staffing agency and host employer share responsibility under OSHA’s joint employer model.

The staffing agency typically provides general LOTO safety training covering foundational knowledge, while the host employer provides site-specific training on their machines, energy control procedures, and lockout devices.

Neither party can avoid their obligations by assigning full responsibility to the other.

Who is responsible for lockout/tagout training for contractors?

Both the contracting company and the host employer share responsibility.

OSHA requires that when outside servicing personnel perform work covered by the lockout/tagout standard, both employers must inform each other of their respective energy control procedures.

The contractor must train workers on LOTO requirements before job site assignments; the host employer must share site-specific procedures and verify contractor employees understand them.

Do contractors need lockout/tagout certification to work on client sites?

Many host employers require contractors to show proof of lockout/tagout training before allowing them to service equipment. Even when not explicitly required by an employer, it’s still an OSHA requirement.

Additionally, contractors with documented training demonstrate professionalism and reduce liability concerns for host employers—making certification a competitive advantage when bidding maintenance and service contracts.

Can Lockout/Tagout training be completed online?

Yes—the theory portion of LOTO training can be completed online, as long as it covers OSHA requirements.

However, workplace-specific practical training must still be performed internally by someone familiar with the employer’s equipment and energy control procedures.

Many employers use a blended approach, combining online training for the classroom portion with hands-on internal instruction and evaluation.

How often is Lockout/Tagout training required?

OSHA doesn’t specify a fixed retraining interval for LOTO. Instead, retraining is required whenever job assignments change, new equipment is introduced, procedures are updated, or there’s reason to believe an employee doesn’t understand or isn’t following proper lockout procedures.

Many employers conduct annual refresher training as a best practice to ensure workers maintain competence and stay current with procedures. Exceeding three years without refresher training is generally not recommended by safety and industry professionals.

What’s the difference between lockout and tagout?

Lockout uses a physical lock to secure an energy-isolating device in the off or safe position, preventing operation until the lock is removed. 

Tagout uses a warning tag attached to the energy-isolating device to indicate that it should not be operated. 

OSHA requires lockout whenever energy-isolating devices are capable of being locked out. 

Tagout alone may only be used when lockout is not possible, and additional safety measures are required.

Do you offer LOTO training in Spanish?

Yes. OSHA requires that all safety training, including Lockout/Tagout, be provided in a language and vocabulary that employees can understand. To help employers meet this requirement, WorkplaceSafety.com offers online LOTO training in both English and Spanish.

Both versions cover the same OSHA requirements, ensuring all employees—regardless of language—receive the same high-quality, compliant instruction.